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Proposed Change <br /> July 1, 1997 <br /> <br />Adverse Action. A suspension, demotion, dismissal, reduction in pay. <br /> <br />Section 3. Grievance and Adverse Action Appeal Procedure - Non-Discrimination <br /> <br />Any County employee having a problem or grievance arising out of or due to his employment <br />and who does not allege discrimination because of his age, sex, race, color, national origin, <br />religion, creed, physical disability, or political affiliation shall first discuss his problem or <br />grievance with his or her supervisor. If the issue is not resolved, he or she should then follow the <br />grievance and adverse action appeal procedure established by the County. <br /> <br />The number of steps in this procedure will vary from a minimum of one to a maximum of three, <br />depending upon: <br /> <br /> · How many supervisory levels are in the employee's department. <br /> <br /> Example: In a department where the only supervisor is the deparhnent head, <br /> the procedure would start at Step Two. <br /> <br /> · At what supervisory level was the decision made/action taken that the <br /> employee is grieving. <br /> <br /> Example: If the department head has made the decision that is being grieved, <br /> then the procedure should be initiated at Step Two and move upward. <br /> <br /> Where the employee is in the department's supervisory chain. <br /> <br /> Examples: <br /> <br /> 1. If the employee reports directly to the department head, the procedure <br /> would begin at Step Two. <br /> <br /> 2. If the department head is the grieving party, he or she would start (and <br /> end) at Step Three. <br /> <br />If an employee has any question as to which step of the procedure they should initiate their <br />grievance or adverse action appeal, he or she should contact the Human Resources Department <br />for direction. <br /> <br />Step One <br /> <br />General County Employee. The employee with a grievance or adverse action <br />appeal shall present the matter in writing to his immediate supervisor within <br />fifteen (15) calendar days of its occurrence or within fifteen (15) calendar days of <br />the time the employee learns of its occurrence, with the objective of resolving the <br />matter informally. In the case of a sexual harassment grievance involving the <br />employee's supervisor, the employee may skip step one of the grievance <br />procedure. The supervisor should be and is encouraged to consult with any <br /> <br /> <br />